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Robust Work Life programs including Dual Career assistance resources, flexible work arrangements, a Family Resource Center, Affinity Groups and an Employee Assistance Program. As a key driver of the Oregon State University (OSU) digital and business transformation effort, the Grant Management Program Lead will assist in implementing a comprehensive pre-award and compliance electronic Research Administration (eRA) system needed to meet the challenge of significant and sustainable growth in OSU’s research activity.
$151,764 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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We are actively looking to hire talented licensed mental health therapists within our Integrated Behavioral Health Program in our Eugene, OR offices, who are passionate about patient care and committed to clinical excellence.
$90,000 a yearFull-timeRemoteExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Responsible for explaining, training, and mentoring the entire organization on the program. Leads the development, implementation and management of assigned program(s) and associated projects.
Full-timeExpandApply NowActive JobUpdated 18 days ago - UpvoteDownvoteShare Job
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Job Title- OR - RN Clinic Valve Program Coordinator. Coordinates the implementation and operations of the heart valve clinic and valve program. Job Title- OR - RN Clinic Valve Program Coordinator.
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Three (3) years program development/management experience, with at least one (1) year of Emergency Management, Workplace Violence, and/or Security experience, required. Workplace Violence Program Manager.
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Title: Workplace Violence Program Manager. Leads and supports the Workplace Violence Governance Committee, which is responsible for the overall direction, coordination, implementation, execution, control, and completion of specific projects and education relating to workplace violence.
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If so, we have an exciting opportunity as a Mental Health Technician (Skills Trainer) at our Young Adult Program in Albany, Oregon. If so, we have an exciting opportunity as a Mental Health Technician (Skills Trainer) at our Young Adult Program in Albany, Oregon.
$20.25 an hourFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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As a Program Manager, you will lead the management of group home training, supervision and scheduling of Certified Support Providers (CSPs). Employee Assistance program. DailyPay - Access to your daily earnings without waiting for payday.
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The Code Compliance Program Coordinator is responsible for assuring property owner compliance with codes and regulations related to building, zoning, land use, sewage disposal, and other regulated environmental impacts.
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FEATURED BLOG POSTS
How to Pass a Personality Test with Flying Colors
Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
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Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.